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Personnel Management

Personnel Management. Angelina Rosha angelina.rosa@isma.lv. Learning outcomes. To be successful in this course the students should be able to: Understand the nature, objectives of P M and the impact of P M on organizational performance.

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Personnel Management

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  1. PersonnelManagement Angelina Rosha angelina.rosa@isma.lv The Concept of HRM

  2. Learning outcomes To be successful in this course the students should be able to: • Understand the nature, objectives of PM and the impact of PM on organizational performance. • Explain how organizations identify their human resource requirements • Differentiate between the current practices in performance management and appraisal The Concept of HRM

  3. Learning outcomes (cont.) • Investigate and evaluate human resource development initiatives • Conduct the research on employee relations, and the role that managers and HR play to ensure a positive work environment. The Concept of HRM

  4. Course contents • Introduction in Personnel Management • Job Analysis • Planning • Recruitment and Selection • Learning and Development • Performance Management and Appraisal • Reward Management • Employee Relations • People Management Skills • Managing Conflict The Concept of HRM

  5. Credit point division • 4 practice works - 30% • 2 seminars - 10% • Exam – 60% The Concept of HRM

  6. Core Literature • Armstrong, M. Handbook of Human Resource Management Practice (10th edition) Kogan Page, Limited, 2006 – 1009 p • Dessler G. Human Resource Management / 9th ed. – Pearson Education Inc., Prentice Hall, 2003. – 558 p. • I.Vorončuka Personāla vadība: teorija un prakse. – R: LU, 2003. – 318 lpp The Concept of HRM

  7. Introduction in Personnel Management • Learning outcomes After studying this theme you should be able to understand • the nature, • scope and • objectives of Personnel Management The Concept of HRM

  8. Definition Personnel management • is a significant part of management concerned with employees at work and with their relationship within the organization. The Concept of HRM

  9. Definition (cont.) Personnel management is the planning, organizing, leading and controlling people for the purpose of contributing to organizational, individual and societal goals. The Concept of HRM

  10. What are human resources? Definition (cont.) Personnel Management is that part which is primarily concerned with human resources of organization The Concept of HRM

  11. What are human resources? • The personnel of a business or organization, regarded as a significant asset in terms of skills and abilities The Concept of HRM

  12. Personnel Management or Human Resource Management? • “…although the procedures and techniques strongly resemble those of personnel management, the strategic and philosophical context of HRM makes them more purposeful, relevant and more effective.” (Armstrong)

  13. The Concept of Human Resource Management The Concept of HRM

  14. What is Human Recourse Management (HRM)? HRM is a • strategic, • integrated and • coherent approach to • the employment, • development and • well-being of the people working in organizations. (M. Armstrong) The Concept of HRM

  15. HR activities The Concept of HRM

  16. HRM conceptual basis Strategic Management Behavioral Sciences HRM Industrial Relations Theory Human Capital Theory The Concept of HRM

  17. The philosophy of HRM 1. HR policies should be • integrated with strategic business planning, and • used to reinforce an appropriate organisational culture. 2. Human resources are a source of competitive advantage. The Concept of HRM

  18. The philosophy of HRM (cont.) 3. Human resources may be managed more effectively by policies that promote commitment and which foster a willingness in employees to act flexibly in the interests of the organisation. The Concept of HRM

  19. The purpose of HRM The overall purpose is to ensure that the organization is able to achieve success through people. The aim to increase organizational effectiveness The Concept of HRM

  20. Human Resource System • HR philosophies (values & principles in managing people) • HR strategies (the direction in which HRM intends to go) • HR policies (how values, principles and the strategies should be applied and implemented in specific areas of HRM.) The Concept of HRM

  21. Human Resource System (cont.) • HR processes (the formal procedures and methods to put HR strategic plans and policies into effect.) • HR practices (the informal approaches in managing people). • HR programmes, which enable HR strategies, policies and practices to be implemented according to plan. The Concept of HRM

  22. The ethical dimensionof HRM • HRM is not just concerned with supporting the business, it also has to exercise social responsibility The Concept of HRM

  23. The role of line managers • Line managers have the key role in HRM. They bring HR policies to life. The role of HR specialists • to develop integrated HR strategies • to work as internal consultants • to work with line managers to deliver performance targets The Concept of HRM

  24. http://www.greatplacetowork-europe.com/index.php The Concept of HRM

  25. The Concept of HRM

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  27. The Great Place to Work Institute interviewed Piscines Ideals (Greece) CEO Stelios Stavridis The Concept of HRM

  28. The Concept of HRM

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